人力资源管理-4.pptVIP

* Page 160 * Page 161 * Page 160 Managers use interviews for several purposes. For example, there are selection, appraisal, and exit interviews. An appraisal interview is a discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions. When an employee leaves a firm for any reason, HR often conducts an exit interview. This interview aims at eliciting information about the job or related matters that might give the employer some insight into what’s right or wrong about the firm. Instructor’s note: You may wish to have an interesting discussion about the most difficult or interesting interview question a student ever encountered, whether for a job or admission to college. * Page 160 * Page 161 Structured Versus Unstructured Interviews In unstructured or nondirective interviews, there is generally no set format to follow, so the interview can take various directions. The lack of structure allows the interviewer to ask follow-up questions and pursue points of interest as they develop. Interviewees for the same job may or may not get the same or similar questions. On the other hand, in structured or directive interviews, the questions and acceptable responses are specified in advance and the responses are rated for appropriateness of content.7 McMurray’s patterned interview was one early example. The interviewer followed a printed form to ask a series of questions, Instructor’s Note: You may wish to go to the hyperlink for the six slides showing a formal Applicant Interview Guide and discuss the questions shown there. You may wish to ask students for their best answers to the questions. Another alternative is to split the class in to small groups and assign the role of interviewer, interviewee and observer(s) to various students then conduct a debriefing of the results. You can click on the link shown and you will automatically be returned to this slide show at the end of the intervi